Whistle-Blowing In The Workplace

Why Blow The Whistle at Work?

This webpage last updated 6.6.26.

My wife Amy & I are employment consultants with 26 years combined experience helping people like you.

We created this website to help you navigate employment law UK without having the expense of costly solicitors.

Amy & I both took our employer’s to the Employment Tribunal.

We know first hand the stress, anxiety, and frustration you feel, because we have already trodden the path, which you now tread.

Don’t be a lap dog, be a Rottweiler!

This webpage will assist you in blowing the whistle to your employer.

To this end, we need to give you a quick crash course in understanding the mechanics of the law germane to blowing the whistle.

Amy and I are not solicitors. However, reading through the webpages on this site will evidence that we are clued up on Employment Law UK.

Blowing the whistle to your employer affords you a level of protection under the auspices of the Employment Rights Act 1996. For example, let’s say your manager is bullying a group of employees and there is a high rate of sickness absence where you work, you could blow the whistle on grounds of health and safety.

By blowing the whistle it affords you a level of protection to make statements about your manager, which statements you would not ordinarily make within your grievance letter.

Blowing the whistle can mitigate the risk of being sued for liable (defamation). This does not give you the right to slag your manager off, but what blowing the whistle does do, is affords you a level of protection if your line manager then raises counter grievances against you.

We have provided some whistleblowing examples in the paragraphs below. We would strongly suggest that if you want to blow the whistle regarding workplace bullying, harassment, discrimination or victimisation, that you reach out to us to book a telephone consultation. We only charge £35 for an initial telephone consultation up to one hour. During the telephone consultation we can discuss your concerns and how we can help you, including writing your grievance or whistleblowing letter for you.

Before blowing the whistle to your employer, it is essential that you know what constitutes a ‘qualifying disclosure’ (blowing the whistle) in the eyes of the law.

The parts outlined below in black bold font are very important. You must read the context of what is written for what it is.

The Law:

A ‘qualifying disclosure’ means any disclosure of information which, in the reasonable belief of the worker making the disclosure, tends to show one or more of the following—

that a criminal offence has been committed, is being committed or is likely to be committed;
that a person has failed, is failing or is likely to fail to comply with any legal obligation to which he is subject;
that a miscarriage of justice has occurred, is occurring or is likely to occur;
that the health or safety of any individual has been, is being or is likely to be endangered;
that sexual harassment has occurred, is occurring or is likely to occur;
that the environment has been, is being or is likely to be damaged, or;
that information tending to show any matter falling within any one of the preceding paragraphs has been, is being or is likely to be deliberately concealed.

Put shortly, in blowing the whistle you should not make an ‘allegation’ or ‘allegations’ but rather provide both ‘facts and information’.

In blowing the whistle you have to actually provide ‘information’. However, you do not need to provide ‘evidence’ to support what you write when blowing the whistle to your employer.

In providing your employer with ‘information’ you must hold a ‘reasonable belief’ that the information, which you are providing is ‘substantially true’.

In blowing the whistle you have to think a head that you may one day have to stand before an Employment Judge and explain how you reasonably believed when blowing the whistle, that the information you provided in your whistleblowing letter was ‘substantially true’.

Furthermore, the ‘information’ you provide to your employer must be in the ‘wider public interest’ and have a public interest element. You have to remember that you may have to go before the Judge in the Employment Tribunal and be able to explain how the ‘information’ you have raised in blowing the whistle is in the wider ‘public interest’.

The ‘predominant reason’ for blowing the whistle must be to remedy that which is wrong. You cannot blow the whistle as an act of retribution or vengeance.

Thus, as long as you take into consideration that which is highlighted above in black bold font when drafting your whistle blowing letter to your employer, you should be on safe ground in the event you need to escalate matters to the Employment Tribunal.

However, we can tell you from firsthand experience that if you ever go to the Employment Tribunal having suffered a ‘detriment’ for having blown the whistle, your employer’s solicitors will dissect every part of your whistle blowing letter. Your employer’s solicitors will tear apart your whistle blowing letter and ask the Judge to consider the following –

Did you provide ‘information’ in blowing the whistle?
Did you hold a ‘reasonable belief’ that what you stated within your whistle blowing letter was ‘substantially true’?
Were the qualifying disclosures you made in the ‘wider public interest’?
What was the ‘predominant reason’ why you blew the whistle?

Allegations:

Making an ‘allegation’ or raising ‘allegations’ does not necessarily constitute ‘blowing the whistle’ in the eyes of the law. The case authority of – Cavendish Munro Professional Risks Management Ltd v Geduld [2010] IRLR 38, EAT outlines the importance of providing ‘information’ rather than making ‘allegations’. However, in the more recent case of Kilraine v London Borough of Wandsworth [2018] EWCA Civ 1436 (21 June 2018), the Court of Appeal held that allegations can also amount to whistleblowing as long as the above criteria are met.

Concern:

Raising a ‘concern’ or ‘concerns’ is equally as ambiguous as making an ‘allegation’ or ‘allegations’. However, a series of ‘concerns’ when taken together can be ‘embedded’ and amount to whistle blowing as was held in the authority of Norbrook Laboratories (GB) Ltd v Shaw UKEAT/0150/13/RN at paragraph 22.

In an ideal world, to ensure that the ‘qualifying disclosures’, which you raise amount to ‘whistle blowing’ within the definition of the law, you really do need to provide your employer with ‘information’.

Evidence:

It is important to note that you do NOT have to provide any actual evidence to support the qualifying disclosure(s), which you raise to your employer.

As long as you ‘reasonably believe’ that what you state within your whistle blowing letter is ‘substantially true’ – then that should be enough. However, if you can provide evidence, then do so.

In the event matters proceed to the Employment Tribunal, you will have to demonstrate to the Employment Tribunal that what you have stated within your whistle blowing letter to your employer was or is ‘substantially true’.

Moreover, you will need to demonstrate to the Employment Tribunal that you ‘reasonably believed’ that what you have stated within your whistle blowing letter was ‘substantially true’.

The Tribunal will undoubtedly ask you to outline how what you stated within your whistle blowing letter was of a ‘reasonable belief’.

As such, be prepared to demonstrate to the Tribunal that whilst you may have no actual ‘evidence’ of that which you have stated within your whistle blowing letter, nonetheless, it was held in your ‘reasonable belief’.

Public Interest:

If matters escalate to the Employment Tribunal, you will have to be able to argue to the Tribunal how the content of your whistle blowing letter was raised in the ‘public interest’.

Below, we have listed some case law whereas employees’ who have brought claims in the Employment Tribunal have successfully argued that the qualifying disclosures, which they raised were in the ‘public interest’.

Global Ltd & Anor v Nurmohamed UKEAT/0335/14/DM;
Underwood v Wincanton Plc UKEAT/0163/15/RN;
Morgan v Royal Mencap Society UKEAT/0272/15/LA

Take the time to Google the aforementioned case to understand how the Tribunal distinguishes that, which has already been considered to be – ‘in the public interest’.

Qualifying Disclosure/s:

Almost all of the time, the disclosures, which we raise for our clients when blowing the whistle are as follows:

that a person has failed, is failing, or is likely to fail to comply with any legal obligation to which he is subject;

or

that the health or safety of any individual has been, is being, or is likely to be endangered;

The trick to blowing the whistle is to say as little as possible, but what you do write really has to count.

We have below outlined five individual examples to blow the whistle.

Each example is to blow the whistle germane to five different sections of s.43B(1) ERA 1996 (see above).

Should you require our assistance to help you draft a letter to blow the whistle to your employer then contact us at myrightuk@protonmail.com and provide a brief synopsis of what it is that you want to blow the whistle over. All enquiries are held in the strictest of confidence.

Each of the examples provided below are examples of whistle blowing letters to an ‘employer’.

For the avoidance of doubt, you can also blow the whistle if you are a contractor or an agent for an employer.

Disclosure in Writing:

It is always best to make qualifying disclosure/s in written form.

In the event you make a verbal qualifying disclosure, then follow it up in writing. If you don’t, then you weaken your own position. Your employer will say you raised an ‘allegation’ and moreover that the ‘allegation’ which you made did not constitute a ‘qualifying disclosure’ within the meaning of the law.

Thus, if you blow the whistle to your employer do it in writing. Make sure you email the content of the whistle blowing letter to your employer’s HR Department / Compliance Officer. This way, you have –

proof that you sent in a letter to ‘blow the whistle’;
proof of the date and time you blew the whistle;
Proof of what was written,

For the avoidance of doubt, blowing the whistle falls under s.43A of the Employment Rights Act 1996 (ERA 1996).

Blowing the whistle to your employer falls under s.43C(1)(a) of the Employment Rights Act 1996 (ERA 1996).

I have below provided 6 example letters for whistle blowing to an employer.

Whistleblowing Example 1: that a criminal offence has been committed, is being committed or is likely to be committed;

Whistleblowing Example 2: that a person has failed, is failing or is likely to fail to comply with any legal obligation to which he is subject;

Whistleblowing Example 3: that a miscarriage of justice has occurred, is occurring, or is likely to occur;

Whistleblowing Example 4: that the health or safety of any individual has been, is being, or is likely to be endangered;

Whistleblowing Example 5: that the environment has been, is being, or is likely to be damaged, or;

Whistleblowing Example 6: that information tending to show any matter falling within any one of the preceding paragraphs has been, is being, or is likely to be deliberately concealed.

If you have been subjected to sexual harassment or sexual discrimination in the workplace, please contact us on 07775943414 (9-5 UK) or email us: myrightsuk@protonmail.com
If you have been subjected to sexual harassment or sexual discrimination in the workplace, we can takes steps not only to write your grievance letter, but to ensure adequate protections are put in place to protect you from detriment and victimisation.

My wife Amy & I were both subjected to sexual harassment in the workplace and know firsthand the stress, anxiety, and distress, which workplace sexual harassment causes.

Criminal Offence: Whistleblowing Example 1:

Use this example below to blow the whistle to your employer that a criminal offence (1) has been committed; (ii) is being committed, (iii) or is likely to be committed:

Date ??/??/??

Dear Sirs,

RE: WHISTLE BLOWING

I am making qualifying disclosures of information pursuant to s.43A; s.43B(1)(a) & s.43C(1)(a) under the Employment Rights Act 1996, to my employer. The disclosures of information which I am raising are raised in the wider public interest. Please accept this letter as an invocation of the Whistle Blowing Policy & Procedures. In blowing the whistle I am providing facts and information to my employer to act upon. For the avoidance of doubt, in blowing the whistle I am not making ‘allegations’. I reasonably believe that the disclosures contained within this letter are substantially true. The predominant reason in blowing the whistle is to bring to my employer’s attention the fact that a criminal offence has been committed, is being committed and/or is likely to continue to be committed.
The following matters are in the public interest.

The Following Applies:

(write here what criminal offence has been, is being, or is likely to be committed)

Example:

On 2^nd June 2026 at approximately 2:45 PM, I saw my line manager (Jane Doe) look through a client’s handbag, and steal money from the client’s handbag whilst the client was trying on a new dress at our store in Cheltenham. This was a criminal act. For the avoidance of doubt, I confronted Jane Doe after the client left. However, Jane Doe denied stealing from the client. I told Jane Doe that Susan Walker had also witnessed her stealing money from the client’s handbag. I reasonably believe that Jane Doe stealing from client/s who visit our store will bring the Company’s reputation into disrepute. Notwithstanding, it brings the reputation of all the staff who work for the store into disrepute too. Therefore, this matter is in the public interest. Staff at the Cheltenham Store have a right to know that their professional reputations could be sullied, traduced, and stigmatized by the actions of one employee. I am asking the Company to investigate the aforementioned qualifying disclosures. In blowing the whistle, I am asking the Company to ensure that I am not subjected to any detriment for having done so.

For the avoidance of doubt, in the event I am subjected to any detriment for having blown the whistle, I will assert my statutory rights under s.47B(1) ERA 1996 in the Employment Tribunal. To this end, I am asking my employer to warn Jane Doe in writing, that if she subjects me to any detriment for blowing the whistle on her, that I will hold her personally liable pursuant to s.47B(1)(1A)(1B)(1C)(1D)(a)(b) of The ERA 1996.

Legal Obligation – Whistleblowing Example 2:

Use this example to blow the whistle to your employer that that a person has failed, is failing, or is likely to continue to fail to comply with any legal obligation to which s/he is subject –

Date ??/??/??

Dear Sirs,

RE: WHISTLE BLOWING

I am making qualifying disclosures pursuant to s.43A; s.43B(1)(b)(d) & s.43C(1)(a) under the Employment Rights Act 1996 to my employer. The disclosures of information which I am raising are raised in the wider public interest. Please accept this letter as an invocation of the Whistle Blowing Policy & Procedures. In blowing the whistle I am providing facts and information to my employer to act upon. For the avoidance of doubt, in blowing the whistle I am not making ‘allegations’. I reasonably and genuinely believe that the disclosures contained within this letter are substantially true. The predominant reason in blowing the whistle is to bring to my employer’s attention the fact that a person has failed, is failing, and is likely to continue to fail to comply with any legal obligation to which s/he is subject. The following matters are raised in the public interest.

The Following Applies:

(write here what legal obligation a person has failed, is failing or is likely to fail to comply with)

Example:

I am bringing to the attention of my employer by reasonable means that I reasonably believe that (John Doe) has failed, is failing, and is likely to comply with a legal duty under the Health and Safety at Work Act 1974 to provide employees and workers on the factory floor with a ‘safe system of work’ and furthermore, to ‘observe a statutory duty of care’ for the health, safety, and welfare of persons at work. This matter is raised in the public interest. Ultimately, the NHS (funded by the taxpayer) will have to pick up the tab for any injuries incurred. For the avoidance of doubt, on June 18^th 2026, I witnessed John Doe (Warehouse Manager) instructing employees’ and workers (agency staff) to stand underneath a large rack (some 5 meters high) to steady the storage rack as Johnny Bloggins (Floor Manager) used a fork lift truck to remove a pallet of goods from the highest level of the rack. The rack was wobbling as Johnny Bloggins removed a pallet from the rack with the forklift. It is my reasonable belief that both John Doe and Johnny Bloggins failed to provide the Company’s employees and agency workers with ‘a safe system of work’ which is a legal duty / requirement under s.2(1)(2)(a)(e) of The HSAWA 1974. Moreover, it is my reasonable and genuine belief that both John Doe and Johnny Bloggins failed to observe a statutory ‘duty of care’ for the health, safety and welfare of the Company’s employees’ and agency workers by instructing them to stand underneath the rack, and furthermore, steady the rack whilst using the forklift truck to remove the pallet. The risk of life and limb was palpable. It is in the public interest that all employees and agency workers employed by (or on behalf of) the Company know that the working environment poses a foreseeable danger to life and limb due to the relevant failures by John Doe and Johnny Bloggins to observe the Company’s legal obligations under the auspices of both The Health & Safety at Work Act 1974, and furthermore, The Management Health & Safety Work Regulations 1999.

I am asking the Company to ensure that I am not subjected to any detriment for having blown the whistle. For the avoidance of doubt, I am profoundly concerned that Management in the Warehouse will try and get rid of me for blowing the whistle and/or make my life a living hell. In the event I am subjected to any detriment for having blown the whistle, I will assert my statutory rights under s.47B(1) ERA 1996 in the Employment Tribunal. To this end, I am asking my employer to warn Johnny Bloggins & John Doe that I will hold them personally liable pursuant to s.47B(1)(1A)(1B)(1C)(1D)(a)(b) of The ERA 1996 in the event they personally subject me to any form of detrimental treatment for blowing the whistle.

Miscarriage of Justice – Whistleblowing Example 3:

Use this example to blow the whistle to your employer if a miscarriage of justice has occurred, is occurring or is likely to occur –

Date ??/??/??

Dear Sirs,

RE: WHISTLE BLOWING

I am making qualifying disclosures pursuant to s.43A; s.43B(1)(c) & s.43C(1)(a) under the Employment Rights Act 1996 to my employer. The disclosures of information which I am raising are raised in the wider public interest. Please accept this letter as an invocation of the Whistle Blowing Policy & Procedures. In blowing the whistle I am providing facts and information to my employer to act upon. For the avoidance of doubt, in blowing the whistle I am not making ‘allegations’. I reasonably believe that the disclosures contained within this letter are substantially true. The predominant reason in blowing the whistle is to bring to my employer’s attention the fact that a miscarriage of justice has been committed, is being committed, and is likely to continue to be committed. The following matters are in the public interest.

The Following Applies:

(write here what miscarriage of justice has been committed, is being committed, or is likely to be committed)

Example:

I am a police officer employed by the City of Trant Police. My badge number is 7471. On June 18th 2026 at 17:32 hours, I was involved in the arrest of a drug suspect on the corner of James Street and Harrow. I saw a fellow police officer (John Doe) search the suspect’s car. No drugs were found. However, I then saw police officer John Doe remove a bag of heroin from his left-side jacket pocket and plant the drugs in the suspect’s car to make it appear the suspect was a drug dealer. John Doe then arrested the suspect on possession of drugs. It is my reasonable belief that the suspect was wrongly arrested and incarcerated. The defendant now awaits a Bail Hearing. It is my reasonable belief that a miscarriage of justice has occurred, is occurring, and is likely to continue to occur until John Doe is reined in. I can provide further facts and information when an investigation into the above matters is undertaken, including the defendant’s name, address, and registration number of his car. For the avoidance of doubt, this was not the first incident, which I have witnessed whereas John Doe has planted drugs on a suspect. The public need to have trust and confidence in the police. It is in the public interest to know that the City of Trant Police have a police officer (John Doe) who is purporting miscarriages of justice to wrongfully arrest suspects who were not guilty of a drug related offense, but whom are being ‘stitched up’ by a corrupt police officer’ with an ulterior motive. This causes reputational damage to the Force. Furthermore, it causes reputational damage to police officers in the Force like myself, who are honest, and law abiding. I am asking Trant Constabulary to ensure that I am not subjected to any detriment for having blown the whistle. For the avoidance of doubt, in the event I am subjected to any detriment for having blown the whistle, I will assert my statutory rights under s.47B(1) ERA 1996 and s.47B(1)(1A)(1B)(1C)(1D)(a)(b) of The ERA 1996 in the Employment Tribunal.

Breach of Health & Safety: Whistleblowing Example 4:

Use this example to blow the whistle to your employer if a breach of health and safetyhas occurred, is occurring, or is likely to occur. You could also use example 2 above for blowing the whistle for health and safety too.

Health & Safety: It is important to note that unless you live in Northern Ireland, you cannot blow the whistle for your own health, safety, and welfare at work. However, you can blow the whistle where you are a group of employees who are affected, or maybe affected. See example below –

Date ??/??/??

Dear Sirs,

RE: WHISTLE BLOWING

I am making qualifying disclosures pursuant to s.43A; s.43B(1)(b)(d) & s.43C(1)(a) under the Employment Rights Act 1996 to my employer. The disclosures of information which I am raising are raised in the wider public interest. Please accept this letter as an invocation of the Whistle Blowing Policy & Procedures. In blowing the whistle I am providing facts and information to my employer to act upon. For the avoidance of doubt, in blowing the whistle I am not making ‘allegations’. I reasonably believe that the disclosures contained within this letter are substantially true. The predominant reason in blowing the whistle is to bring to my employer’s attention the fact that my employer has failed, is failing, and is likely to continue to fail to comply with health and safety legislation. The following matters are raised in the public interest.

The Following Applies:

(write here what legal obligation a person has failed, is failing or is likely to fail to comply with)

Example:

I am bringing to the attention of my employer by reasonable means that I reasonably believe that the Catering Manager (Jane Snow) has failed, is failing, and is likely to continue to flout health and safety legislation, which puts myself, and furthermore, which puts other employees, and moreover the general public at a foreseeable risk of harm due to cross contamination / food poisoning. For the avoidance of doubt, on June 20th 2026, I witnessed (Jane Snow) cut up raw chicken on the salad chopping board in the Catering Department. I reasonably believe that by her actions, Jane Snow breached health and safety legislation. Put shortly, after cutting up raw chicken on the salad chopping board, the Catering Manager (Jane Snow) then cut up the salad on the same chopping board, which she had just used to cut up raw chicken. For the avoidance of doubt, Jane Snow did not wash and/or sterilize the chopping board between cutting up the raw chicken, and the salad. It is my reasonable belief that Jane Snow cross contaminated the salad with the raw chicken. Thus, the risk of harm to the health and safety of both staff members (including myself), and members of the public is palpable. We all eat the food we prepare and serve. The risk of cross contamination ‘endangers’ the health, safety, and well-being of staff and members of the public alike, especially the elderly, and persons with compromised immune systems.
For the avoidance of doubt, this is not a one-off incident.

On 22nd June 2026, I saw Jane Snow serving reheated frozen chicken from the previous week. Jane Snow did not probe the temperature of the chicken with a heat probe prior to service, which she was legally obliged to do. This was a breach of health and safety. Moreover, Jane Snow added undercooked chicken to the previously reheated frozen chicken as we were running low of chicken in the restaurant lunchtime buffet. Again, I reasonably believe Jane Snow ‘endangered’ the health, safety and well-being of staff and the public who eat at the restaurant.

I am asking my employer to ensure that I am not subjected to any detriment for having blown the whistle. I am profoundly concerned that in blowing the whistle Jane Snow will make my life a living hell, or try to get rid of me. To this end, in the event I am subjected to any detriment for having blown the whistle I will assert my statutory rights under s.47B(1)(1A)(1B)(1C)(1D)(a)(b) of The ERA 1996 in the Employment Tribunal. I will name Jane Snow an additional named respondent in any civil proceedings, which I may bring.

Environment – Whistleblowing Example 5:

Use this example to blow the whistle to your employer whereas the environment has been, is being, or is likely to be damaged –

Date ??/??/??

Dear Sirs,

RE: WHISTLE BLOWING

I am making qualifying disclosures pursuant to s.43A; s.43B(1)(e) & s.43C(1)(a) under the Employment Rights Act 1996 to my employer. The disclosures of information which I am raising are raised in the wider public interest. Please accept this letter as an invocation of the Whistle Blowing Policy & Procedures. In blowing the whistle I am providing facts and information to my employer to act upon. For the avoidance of doubt, in blowing the whistle I am not making ‘allegations’. I reasonably believe that the disclosures contained within this letter are substantially true. The predominant reason in blowing the whistle is to bring to my employer’s attention the fact that the environment has been, is being, or is likely to continue to be damaged. The following matters are in the public interest.

The Following Applies:

(write here how the environment has been, is being, or is likely to be damaged)

Example:

I am employed as a refuelling operator on the fuel barge known as the “gas guzzler”. On 22.6.26, I was instructed by the captain to dump cross contaminated diesel and petrol into the harbour once it was dark, being the material time the tide would be going out. For the avoidance of doubt, there was about 70 gallons of cross contaminated fuel I was asked to dispose of. The reasons given to me by the captain (Mike Hunt) to dump the contaminated fuel into the harbour was by reason that the Fuel Barge lacked the requisite equipment to clear up the contaminated fuel properly. This matter is in the public interest. I reasonably and genuinely believe dumping contaminated fuel into the harbour would cause widespread damage to the environment, and moreover, potential death to marine life. I also reasonably believe that it would also cause damage to other vessels in the harbour as diesel and petrol are both corrosive. The instruction by Mike Hunt to dump fuel into the harbour also posed a fire risk. Dumping fuel into the harbour posed a palpable risk of harm to the health, safety, and welfare of both the crew of the barge, and customers who use the Fuel barge to fuel up their vessels.

I am asking the Company to investigate the aforementioned qualifying disclosures of information. In blowing the whistle, I am asking the Company to ensure that I am not subjected to any detriment for having done so. For the avoidance of doubt, in the event I am subjected to any detriment for having blown the whistle, I will assert my statutory rights under s.47B(1) ERA 1996 in the Employment Tribunal. I am asking my employer to warn Mike Hunt in writing, that if he subjects me to any detriment for blowing the whistle, that I will hold him personally liable pursuant to s.(1)(1A)(1B)(1C)(1D)(a)(b) of The ERA 1996 in the Employment Tribunal.

Whistleblowing Example 6:

That information tending to show any matter falling within any one of the preceding paragraphs has been, is being or is likely to be deliberately concealed.

Okay, to assist you in understanding where this may happen, I will continue on from Whistleblowing Example 5 above. To this end, I have written a final paragraph to Example 5 above as follows:

I am profoundly concerned that the facts and information, which I have provided regarding Mike Hunt instructing me to dump fuel off the side of the fuel barge into the harbour will likely be concealed. It has come to my attention that a previous employee (John Doe) blew the whistle in January 2026 regarding Mike Hunt instructing him to dump fuel into the harbour. As such, it appears that the practice of dumping contaminated fuel into the harbour is not a ‘one off incident’. Moreover, it appears to me that the Company has failed, is failing, and is likely going to continue to fail to ensure that reasonable steps are taken to ensure that this practice does not continue, or happen again, which it has. To this end, I am blowing the whistle pursuant to s.43B(1)(e) ERA 1996 insofar that I reasonably and genuinely believe that the matters, which I am blowing the whistle on will be deliberately concealed by Mike Hunt, and the Company.

Sam Stone’s Conclusions:

If you believe that your employer will attempt to conceal a miscarriage of justice, or a criminal act, you can blow the whistle to the relevant body under what is called the “prescribed persons list”. You can Google the “prescribed persons list” which is updated year on year.

For the avoidance of doubt, the “prescribed persons list” is a list of agencies / bodies whom you can blow the whistle directly to.

However, be very careful blowing the whistle to an outside body. Once the genie is out of the bottle, there is no putting it back!

In my opinion, unless you work for an organisation like a Nuclear Power Plant where there exists a real risk to the publics’ health and safety due to a leak of nuclear material, think twice before going this route. Another example would be a Care Home facility where poor practice leaves the elderly or disabled at a real risk.

Damages:

If you are subjected to a ‘detriment’ and/or ‘detrimental treatment’ for blowing the whistle you can lodge a claim in the Employment Tribunal. The damages awarded for blowing the whistle fall in what is called the Vento Scale. Google the Vento Scale. The Vento Scale is a scale used by the Employment Tribunal to make awards. As of June 2026, the Vento Scale Awards are to be introduced as follows:

Low Range – £1,300 to £12,600
Mid-Range – £12,600 to £37,700
High Range – £ 37,700 to £62,900+

The above ranges are regularly reviewed so do a google search for the latest awards. The above awards are good as from 22.6.26.

Dismissal:

If you are dismissed (or one or more of the reasons why you were dismissed) was for blowing the whistle, the damages are ‘unlimited’.

http://www.telegraph.co.uk/news/health/news/7970365/Hospital-whistle-blower-awarded-1.2m-compensation-over-sacking.html

Dismissal for blowing the Whistle primarily falls under s.47B(1) & s.103A ERA 1996 –

http://www.legislation.gov.uk/ukpga/1996/18/section/47B

http://www.legislation.gov.uk/ukpga/1996/18/section/103A

If you do a google search for ‘average awards tribunal for whistle blowing’ you will see the average award is circa £113,000.00.

Interim Relief:

If you are dismissed for blowing the whistle (or one or more of the reasons why you are dismissed by your employer is by reason that you blew the whistle) then you have 7 days from the effective date of termination within which to lodge a claim in the Employment Tribunal for what is called “interim relief”.

Interim Relief falls under s.128 ERA 1996:

http://www.legislation.gov.uk/ukpga/1996/18/section/128

Thus, you need to move fast to lodge a claim for Interim Relief. For the avoidance of doubt, the period of 7 days starts from the ‘effective date of termination’:

“The tribunal shall not entertain an application for interim relief unless it is presented to the tribunal before the end of the period of seven days immediately following the effective date of termination (whether before, on or after that date).”

Example, if you were dismissed today, but the ‘effective date of dismissal’ is in three month’s time, then you need to bring your claim for interim relief within 7 days of the ‘effective date of dismissal’ i.e., the date in three month’s time. Once an application has been made for ‘interim relief’ the Tribunal will then appoint a Judge with experience in whistle blowing. The Judge can order your employer to continue to pay you your full pay until the full Tribunal Hearing. You may also be able to get an injunction from the Tribunal to prevent your employer from dismissing you.

My wife Amy & I can assist you in obviating the common mistakes, which we often see employees make when blowing the whistle. You only get one chance to get your whistleblowing letter right, so make sure that you do!

Amy & I have created some new webpages for 2026 for you to look at:

20 Hot Tips on how to write a grievance letter.
Don’t use AI to write your whistleblowing letter.
Free grievance letter example for ‘work-related stress, bullying, harassment and discrimination’.
What not to say in a grievance meeting.
How to win a grievance appeal.
How to fight and beat a Performance Improvement Plan.
Covert recordings.
Pregnancy & Maternity Discrimination.
Whistleblowing

Amy & I can have a telephone consultation with you or write you a custom whistleblowing letter, or need help on any of the following matters:

Visit our testimonials page.

Reach out to us at: myrightsuk@protonmail.com or call during working hours 9-5 on 07775943414.

We charge £35 for an initial telephone consultation up to one hour, and £50 an hour thereafter.

Disclaimer:

The author of this web site and sub-domains accepts no liability arising from the use of, or any part of, or reliance on the information contained within this web site, and its respective pages or downloads.

The content is not intended to be legal advice, and you should not rely upon it in any respect to any specific situation you may be facing. Therefore, the content of this web site will serve as a good springboard to get professional legal advice from a solicitor.

Moreover, any discussion with Sam or Amy does not amount to ‘legal advice’. Any opinions expressed verbally or in writing are ‘opinions’.

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